---
title: "Campaign Statement of Work | PowerSalesJobs"
meta_description: "Review the elements PowerSalesJobs and an employer should define in writing before an applicant-generation campaign begins, including scope, candidate criteria, pricing, budget, delivery, credits, and responsibilities."
canonical_url: "https://powersalesjobs.com/statement-of-work/"
source_url: "https://powersalesjobs.com/statement-of-work/"
page_type: "statement-of-work-template"
---

# Put the Applicant Definition, Pricing, Budget, Delivery, and Responsibilities in Writing.

> This page is an educational business-process template, not legal advice and not itself a binding Statement of Work.

## Statement of Work Outline

1. Employer and campaign identification
2. Campaign objective
3. Service scope and deliverables
4. Agreed Candidate Profile
5. Applicant definition
6. Applicant goal and delivery
7. Pricing and payment
8. Advertising and third-party costs
9. Applicant Credit Policy
10. Employer responsibilities
11. PowerSalesJobs responsibilities
12. Changes and amendments
13. Data, privacy, and confidentiality
14. No guarantee of employment outcome
15. Term, pause, cancellation, and completion
16. Acceptance

## SOW FAQ

### Is this webpage itself a binding Statement of Work?

No. This page explains the subjects a campaign SOW should address. A binding SOW exists only when the employer and PowerSalesJobs approve the actual written campaign document or agreement.

### Why does every campaign need a written scope?

A written scope reduces misunderstandings about the role, service level, applicant definition, pricing, budget, timing, delivery, responsibilities, and credits.

### What is the Agreed Candidate Profile?

It is the written description of objective required criteria for managed CQA delivery, with preferred qualifications identified separately.

### What happens if the job requirements change during the campaign?

Material changes should be reviewed and documented in a written amendment or updated SOW. New requirements should not be applied retroactively to applicants already delivered.

### Should advertising spend be included in the SOW?

Yes. The SOW should state whether paid media is included, separate, employer-funded, capped, or managed under another agreed arrangement.

### Who owns the hiring decision?

The employer. The SOW should make clear that the employer controls interviews, candidate evaluation, background checks, references, offers, and final hiring decisions.

### Does a signed SOW guarantee a hire?

No, unless a very specific limited written commitment says otherwise. Standard campaign terms should not promise interviews, offers, hires, performance, or retention.